On this Podcast (Dutch), Wesley Connor, e-commerce manager from Randstad, discussed with Mathijs Kok on how they create content inside their organization. How does Randstad look at conversions and what role does content guidelines play towards reaching their goals.
As the number of businesses in your niche keeps growing, applicants have more job opportunities to choose from. For recruiters, this means that finding and hiring qualified candidates is now more difficult than ever. If you want to fill more positions, have candidates apply who fit the job description, and decrease your time to hire, you might need to change your recruitment strategy. In this blog, we’ll discuss five recruitment strategies to help improve your hiring process.
#1. Develop a clear employer brand
If you want talented candidates to apply to your job, you’ll need to stand out in the sea of similar businesses that offer pretty much the same thing. A strong, recognizable and memorable employer brand is what you’ll need to achieve this. A clear employer brand reflects the mission, culture, and values of your business. Ask yourself the following questions:
- Why would a candidate want to work for this company?
- What percentage of your employees would recommend this company as a great place to work?
The answers will tell you if you’re on the right path or if there is still some work to be done. Remember that consistency is key here. Make sure that everything you post online, from your website to social media, aligns with your employer brand.
#2. Create job posts that reflect your company
You only get one chance to make a first impression. This is certainly true for job posts. In many cases, your job post is the first thing a candidate will see of your company. That’s why you’ll want your job posts to reflect who you are as a company. Don’t use jokes in your job post if your company culture is mostly formal. And don’t be all formal in your job posts if your company is built on comedy. If you create job posts that reflect your company, you’ll attract people who will fit in with your company’s culture.
#3. Go for passive candidates
Passive candidates are those that are not actively looking for a new job. They are currently employed somewhere else and are pretty happy about that. Of course, that doesn’t mean that they are not open to change or a better offer. What you have to do when it comes to passive candidates is reach out to them personally and ask them if they would be interested in discussing a new job opportunity. This shows them that you are truly interested in their talent.
Don’t forget that passive candidates aren’t looking for a job. Although they might be interested in what you have to offer, they may not want to spend too much of their time on it. So, make the application process as easy as you possibly can. For example, they might not have an updated CV ready. Don’t ask them to update it just for you. You probably found them through LinkedIn, so you already know that they are qualified, right?
#4. Use niche job boards
There are numerous job boards that you can post your job on. But the larger job sites aren’t always the best way to go. This is especially true if your company falls into a smaller, more defined category. You have to fish where the fish are, so to speak. So, try to find out which job boards are used by the candidates you are looking for. Although this may be a much smaller job board with fewer visitors, the chances of having the right candidates apply are much greater.
#5. Write straightforward and easy-to-understand job descriptions
As a recruiter, you know how to write the best job descriptions, right? You have written so many over the years that you know what you’re doing. Writing straightforward and easy-to-understand job descriptions, however, isn’t as easy as it may sound. Your job description must be consistent and detailed enough to help candidates determine if they are interested or not. Therefore, always include a clear summary of the following information:
- The major responsibilities that come with the job.
- The qualifications and skills the applicants need to have.
- An overview of the most exciting aspects of the job. This answers one of the most important questions a candidate will have: “Why should I apply for this job?”
The job title you choose is also important. Make sure it’s catchy and unique, so candidates will be tempted to read on. Give candidates a good idea of what they can expect from the job offered by outlining their core responsibilities, day-to-day activities, and a list of soft and hard skills they need to have. And most importantly: make sure your job post is proofread, double-checked and accurate before you post it online.
Could you use some help with writing catchy and unique job posts? Textmetrics is here to help! Our solutions help you create job posts that everyone understands and attract a diverse talent group.
Part 2. Best practices for changing the culture of your organization
In Part 1 of this blog, Diversity and inclusion – best practices. Part 1. Diversity and inclusion: the terms and benefits explained, we discussed what diversity and inclusion in the workplace are and how companies can benefit from a diverse and inclusive policy. We also discussed how the Textmetrics B1 module can help you create job vacancies that everyone can understand, attract a diverse group of talent, and how using the gender check can prevent a male/female candidate bias.
But before you go ahead and use these tools, we would like to share four best practices for changing the culture of your organization to become more diverse and inclusive. Because it takes more than just our tools to be a diverse and inclusive organization.
#1. Inclusion is not just the business of HR
With the tools we offer at Textmetrics, the HR department of your company can actively contribute to the diversity and inclusiveness of your organization. But it’s a misconception that diversity and inclusion are exclusively owned by HR. For real change to happen, everyone in your organization needs to play their part. Creating a feeling of belonging, of being a part of the organization or a group of people, brings out the best in people. An inclusive workplace is a workplace where people feel welcome.
You need to make sure that the leaders in your company are aware of this and are able to show empathic leadership; leaders need to be able to tap into a memory of when they were excluded, shamed or interrupted, so they can apply those lessons in practice. Empathic leaders that know what it feels like not to feel like they belong and are better at creating conditions that promote inclusion on a daily basis.
#2. Inclusion requires behavioral change
Teaching employees what it means to be an inclusive organization isn’t enough. Old habits aren’t easily changed through one-off training. For a long-term behavioral change, employees need to be pointed to key moments during which they can build new habits and behaviors. To accomplish this, you can ask leaders to identify how their department, team or working group can change and what skills and information they need to bring about this change. This is way more effective than one-off training sessions because what you want is for employees to change their entire behavior, not just learn a new skill.
#3. Don’t ask employees to fit in
It’s a natural thought that you want people to fit in. In many companies, people who fit in with the company norms and standards are rewarded. When you want to create an inclusive workplace, however, asking people to fit in can be dangerous. Because if someone doesn’t fit in, they can feel excluded. And if you want to be inclusive, everyone needs to feel like they belong.
What you should do instead is help people in your organization thrive. Make them feel respected and valued for who they are, and give them room to contribute to their full potential. Letting go of the thought that everyone needs to fit in with the company norms and standards to make a successful contribution can truly help with becoming a inclusive organization.
#4. Consider what your brand says about the culture of your company
Becoming more inclusive doesn’t only happen inside an organization. If you want to become a more inclusive organization, it’s important to consider the relationship between what’s happening inside and outside your company. What does your brand say about the culture of your organization? This is where the tools of Textmetrics come in again. The B1 module doesn’t only help you create job vacancies that everyone can understand, it can also be used for all other written communication.
HR departments can use the B1 module to attract a diverse group of talent and make sure that job vacancies appeal to men and women alike. Communication departments can use it to make sure that your brand voice reflects the diversity and inclusiveness of your company. It’s only when the outside world also views your company as diverse and inclusive that real behavioral change within your organization can take place.
We are very proud to announce that Textmetrics will be attending the Digital Marketing World Forum Europe conference in Amsterdam on 25th and 26th November 2019.
It would be great to meet you at DMWF! Please visit us for a live demo at our conference booth no 69 in Elicium Centre, RAI Amsterdam. If you would like to plan a personal meeting please contact us by email at support @ Textmetrics.com.
Textmetrics is the growing content creation platform that enables you to create web content that matches your target audience. With the help of AI, Big Data and machine learning you will be able to receive real-time suggestions to write high quality content that converts.
De Nederlandse versie vindt u onderaan
AI based SaaS service for content consistency convinces multinational customers
Textmetrics, a young tech-company specialised in content consistency, today announced it has closed a new round of funding led by the East Netherlands Development Agency (Oost NL), with participation of existing investors and new investors Filsa EAF and Sornin9901.
Textmetrics enables organizations through its Software-as-a-Service (SaaS) to centrally control and continuously improve the effectiveness of their online and offline texts. Powered by machine learning and artificial intelligence, Textmetrics assists with real-time suggestions to write compelling content that persuades target audiences (eg. customer acquisition, personnel recruitment) and enhances brand loyalty.
The announced investment will be used to help the company accelerate its international growth by expanding its sales and marketing operations, and for growing its product development and customer success teams.
Textmetrics SaaS services are used by companies such as ING, Bol.com, Accenture, Volkswagen and Randstad.
Tim Markus, investment manager Tech at Oost NL: “Improvement of content quality is important for businesses. Textmetrics has a solution for businesses to optimize their content. We are pleased to contribute to the further development of Textmetrics. Growth of innovative companies like Textmetrics is essential to our regional economic development and local employment opportunities.”
Marcel Leeman, CEO at Textmetrics highly values the closing of this financing round. “This investment allows us to meet fast-growing customer demand for our services and to continuously add new functionalities. We welcome our new shareholders.”
Textmetrics, a Arnhem, the Netherlands based young tech-company specialised in content consistency, enables organizations through its Software-as-a-Service (SaaS) to centrally control and continuously improve the effectiveness of their online and offline texts. Powered by machine learning and artificial intelligence, Textmetrics assists with real-time suggestions to write compelling content that persuades target audiences (eg. customer acquisition, personnel recruitment) and enhances brand loyalty.
For more information, please visit www.textmetrics.com, or connect with us on Twitter or LinkedIn.
About Oost NL
Oost NL (East Netherlands Development Agency) is an agency that focuses its activities and projects on strengthening and stimulating the economy of the provinces of Gelderland and Overijssel, the Netherlands. Oost NL supports starting and growth-phase SMEs. This is done partly with risk capital from various revolving innovation funds, and partly through OostNL knowledge and networks. Through the revolving funds OostNL provides for direct as well as indirect investment and takes care of the fund management. In addition, public and private investors are stimulated and supported.
About Filsa EAF
Filsa EAF BV is a joint venture between FILSA BV and the European Angel Fund. It selectively invests in fast-growing early-phase companies in the Cleantech, Telecommunications, Internet and IT sectors that want to gain market share in the B2B markets with innovative services and that want to internationalize.
Sorning9901 (‘s Hertogenbosch, the Netherlands) is an investment fund founded by Arjen Heeres with focus on co-investments in Tech Companies featuring international growth potential.
Nieuwe financieringsronde versnelt groei Textmetrics
Op AI gebaseerde SaaS-dienst voor content consistentie overtuigt multinationale klanten
Het jonge Arnhemse bedrijf Textmetrics, gespecialiseerd in content consistentie, kondigde vandaag aan dat het een nieuwe financieringsronde onder leiding van Oost NL heeft afgesloten, met deelname van bestaande investeerders en van Filsa EAF en Sornin9901 als nieuwe investeerders.
Textmetrics levert een Software-as-a-Service (SaaS) dienst voor het optimaliseren van tekstkwaliteit in (grote) organisaties. Hiermee worden ze in staat gesteld om hun online en offline tekstuitingen gecentraliseerd te managen en de effectiviteit en consistentie ervan continu te verbeteren. Op basis van machine learning en kunstmatige intelligentie (AI) levert Textmetrics real-time tekstsuggesties die beoogde doelgroepen aanspreken en die passen bij het kenmerkend taalgebruik van bijvoorbeeld klantorganisaties. Textmetrics SaaS dienst heeft op basis van metingen aangetoond de conversiegraad van bijvoorbeeld personeelsadvertenties aanmerkelijk te verbeteren.
Met de financiering wordt de versnelling van nieuwe productontwikkeling en verdere internationale commercialisatie mogelijk gemaakt. Oost NL investeerde eerder vanuit Topfonds Gelderland in Textmetrics (voorheen Webtexttool). Sindsdien heeft het bedrijf zich verder ontwikkeld in productaanbod en in marktacceptatie.
De Textmetrics SaaS dienst wordt inmiddels gebruikt door klantorganisaties van o.a. ING, Bol.com, Accenture, Volkswagen en Randstad.
Tim Markus, investment manager Tech bij Oost NL: “Het optimaliseren van teksten is belangrijk voor bedrijven. De Textmetrics SaaS dienst voorziet daarin. Wij dragen graag bij aan de verdere ontwikkeling van Textmetrics. De groei van innovatieve bedrijven zoals Textmetrics is essentieel voor onze regionale economische ontwikkeling en lokale werkgelegenheid.”
Algemeen directeur Marcel Leeman van Textmetrics is verheugd over de groeifinanciering. “Deze investering stelt ons in staat aan de groeiende vraag naar onze diensten te voldoen en continu nieuwe functionaliteiten toe te voegen. Wij verwelkomen onze nieuwe aandeelhouders en zijn blij met de leidende rol van Oost NL”.
Textmetrics, gevestigd in Arnhem, is een jong techbedrijf gespecialiseerd in content consistentie technologie. Het bedrijf levert Software-as-a-Service (SaaS) diensten voor het optimaliseren van tekstconsistentie. Textmetrics stelt (grote) organisaties in staat om hun online en offline tekstuitingen gecentraliseerd te managen en de effectiviteit ervan continu te verbeteren. Op basis van machine learning en kunstmatige intelligentie (A.I.) levert Textmetrics real-time tekstsuggesties die beoogde doelgroepen aanspreken en die passen bij het kenmerkend taalgebruik van klantorganisaties. De Textmetrics SaaS dienst heeft op basis van metingen aangetoond de conversiegraad van bijvoorbeeld personeelsadvertenties aanmerkelijk te verbeteren.
Voor meer informatie: www.textmetrics.com
Over Oost NL
Oost NL is de ontwikkelingsmaatschappij van Oost-Nederland. In opdracht van het ministerie van Economische Zaken en de provincies Overijssel en Gelderland versterkt Oost NL de regionale economiedoor te investeren in ondernemers in Oost-Nederland. Deze ondernemers kunnen hiermee innoveren, investeren en internationaliseren om hun groei te versnellen. Oost NL stelt de benodigde financiering én haar netwerk, kennis en kunde beschikbaar aan ondernemers in Food, Energy, Health, Tech en de Maakindustrie en daarnaast marktfondsen. Oost NL investeert in ruim 220 bedrijven met een totaal fondsvermogen onder beheer van ruim 330 miljoen euro. Maatschappelijk rendement is van groot belang, omdat Oost NL met publiek geld investeert . Hierbij wordt een bijdrage geleverd aan het behalen van regionale, economische, milieu- én werkgelegenheidsdoelstellingen.
Over Filsa EAF
Filsa EAF BV is een joint venture tussen FILSA BV en het European Angel Fund. Het investeert selectief in snelgroeiende vroege-fase ondernemingen in de Cleantech, Telecommunicatie, Internet en IT sector die in de B2B markten een marktaandeel willen verwerven met innovatieve diensten en die willen internationaliseren.
Sornin9901 is een investeringsfonds opgericht door Arjen Heeres, dat co-investeert met risicodragend kapitaal in high tech bedrijven met internationale groeipotentie.